Wednesday, July 31, 2019

Population Is a Source Not Burden

Population; A Human Source Or Burden Zawar Hussain The world population milestone that is sparking a global discussion on today’s most pressing environmental, health and justice issues, Pakistan’s population has continued to grow at break-neck speed. This has put immense pressure on the resources Pakistan has or can generate. Some would argue that every birth produces a consumer. Increasing population is actually a blessing in Islam, Christianity and Judaism. So in religious sense its good. Also if we analyze it, increasing population is actually good.Man power is a resource and not a burden, It is a burden if the wealth is distributed in an unjust manner, like for instance in Pakistan, India and through out the world. So if we want to follow capitalism there will always be an unjust distribution of the wealth. But if we follow the Islamic concept of Zakat. 2. 5 % tax on savings (gold, money, silver property etc)not on salary, and we quit corruption then its a blessing. And man power can be used in agriculture, industries and other productive things. In this way there won’t be capitalistic pyramide and jobless people.Population, A Human Resource; A huge population can prove to be a nation’s biggest asset. For the all-round progress of a large nation, it is essential that all its people contribute significantly to diverse areas and sectors of the economy—like agriculture, service industry, construction and other industries, to name a few. The talented and hardworking people of a nation can emerge as a highly competitive human resource. A country marches ahead largely on the strength of its talented, educated and enterprising manpower. Many nations like Japan and Israel have proved it time and again.These nations are poor in natural resources: they lack land and other natural resources such as minerals, metals and water, and various sources of energy like natural gas and crude oil. But these nations have shown that the general p opulace could be turned into a valuable human resource. Further, huge populations of young people, a majority of whom are hardworking and enterprising, can make a nation that finds respect worldwide, often evoking the envy of other nations which are under populated and lack the valuable human resources necessary for taking a nation forward. Highly talented and educated people can be proved valuable y providing their expertise and technical and no technical know-how to various industries and vocations, and can tremendously add to the overall growth of nation. Nation has to excel in many fields by making the most imaginative use of its large human resource. If the huge rural population is suitably educated, trained and equipped in agriculture know-how, the nation would achieve excellence in agriculture of an unforeseen kind. This way the burden on the economy will ease and the nation will progress by leaps and bounds as all its people will have a significant role to play in the nation - building process.A few lakh young people graduate every year in Pakistan,a sizeable section of them in professional disciplines. Very few nations of the world can boast of such a feat. Conclusion; According to my point of view and above all discussion,population is a human source, not burden. Some great personality had said –  Ã¢â‚¬Å"Population is not a burden in itself† It means that a large population is not a burden on its own. A large population can be turned up as an asset for the country. The biggest example we can cite is China.It has a bigger population than even India has, but we can see the level of development that China has when compared to India. It does not take its population to be a burden. It does not get tensed and does not think about what to do with such a big population, but it uses its population as an asset. Population can be used as an asset if we have an attitude. we don't actually understand that population can be used as an asset instead o f taking it as a burden. We can use our population as an asset by planning a good system of classification and sending people to various fields, as per their qualifications.We need to provide better education system and we need to keep it up continuously. We need to produce good human resource. . This we do easily. We are producing so many professionals every year, but the problem is that we are not able to send them to work in different fields, we are not able to employ them. So I think that a population can be used as an asset only and only if we understand this theory. We will need to train our people and fix them to work and then we won't take up our population as a burden.

Tuesday, July 30, 2019

Malaysian Legal System

TUTORIAL CHAPTER : MALAYSIAN LEGAL SYSTEM. Q1) The Federal Court is the highest court in Malaysia. The Federal Court may hear appeals of civil decisions of the Court of Appeal where the Federal Court grants leave to do so. The Federal Court also hears criminal appeals from the Court of Appeal, but only in respect of matters heard by the High Court in its original jurisdiction i. e. where the case has not been appealed from the Subordinate Courts. The Court of Appeal generally hears all civil appeals against decisions of the High Courts except where against judgment or orders made by consent.In cases where the claim is less than RM250,000, the judgment or order relates to costs only, and the appeal is against a decision of a judge in chambers on an interpleaded summons on undisputed facts, the leave of the Court of Appeal must first be obtained. The Court of Appeal also hears appeals of criminal decisions of the High Court. It is the court of final jurisdiction for cases which began i n any subordinate courts. Somewhat like the former Quarter Sessions in England, the Sessions Courts have jurisdiction to try offences which are not punishable by death.They are presided over by Sessions Court judges (formerly Sessions Court Presidents). The Sessions Courts also hear all civil matters of which the claim exceeds RM25,000 but does not exceed RM250,000, except in matters relating to motor vehicle accidents, landlord and tenant and distress, where the Sessions Courts have unlimited jurisdiction. The doctrine of Judicial Precedent works in two ways, vertically and horizontally. Doctrine of judicial precedents works in vertically with the superior courts bind all courts subordinate to it.In horizontally, it works with the courts that usually an appellate court is bound by its own previous decision. First,vertical doctrine shows the Superior Courts which include Federal Court, Court of Appeal and High Court. It also contains the subordinate courts which are Sessions Court, Magistrates’ Court, Juvenile Court and Penghulu’s Court. Horizontal doctrine shows the flow from High Court which is Federal Court to the lower court that is Penghulu’s Court. It is bound by its own previous decision, of its predecessors and coordinate jurisdiction.Second, judicial Decisions can be found in the High Court, Court of Appeal and the Federal Court and the then Supreme Council, Federal Court and the Judicial Committee of the Privacy Council. Decisions of these courts are still being made, systematically by the use of what is called the ‘doctrine of binding judicial precedent’. Judges do not decide cases randomly. They follow certain accepted principles commonly known as precedents. Precedents are basically decision made by judges previously in similar situations.For example The Federal Court (Superior Court in Malaysia) have decided that a minor or those who below 18 years of age, is not liable under a contract. If a minor is sued in Hig h Court for not fulfilling his obligation in a contract, the High Court will follow previous decisions made by the Federal Court. If a judge applies existing rules without extending it, his decision may be called a declaratory precedent; whereas if the case before him is without precedent, then the decisions made by him are called an original precedent.Because of the way the judging is done, judges are constantly contributing to the growth of unwritten law in this country. Q2) Written law refers to the laws contained in the Federal and State Constitutions and in a code or a statute. The written laws are much influenced by English laws as the Malaysian legal system retains many characteristics of the English legal system.. The â€Å"Written law† includes the Federal and State Constitution, Legislation and Subsidiary Legislation. Malaysia is a federation of 13 states with a Federal Constitution and 13 State Constitution.The Federation Constitution is the supreme law of the coun try. The Federal Constitution also provides for the â€Å"Yang di-Pertuan Agong† who owes his position to the Constitution and act accordance with it. The Constitution can only be changed by a two-thirds majority of the total number of members of the legislature. The Federal Constitution comprises many Articles concerning the religion of the federation and many other related subjects. Besides the Federal Constitution, there is a state constitution where each state has their own constitution regulating the government of that state.Legislations refers to the laws that are established by the Parliaments at federal level and by the State Legislative Assemblies at the state level. The Parliament and State Legislatures are not supreme and so they have to enact laws subject to the provisions set out in the Federal and State Constitution. In the Federal Constitution, Article 74, it states that parliament may make law with referring to matters provided in the List I of the Ninth Sched ule while the state legislatives may make law with referring to matter provided in List II.As for matters on List III which is the Concurrent list, are in the authority of both parliament and state legislatives. Matters that are not in the lists are within the authority of the States. Subsidiary Legislations are made by the people or bodies who are authorized by the legislatures. The Interpretation Act 1967 defines subsidiary legislation as rules, regulations, by laws, order, notifications made under legislations. The Legislatures provide basic law, so subsidiary legislation is very important is unsufficient to govern day-to-day matters. That is why the authority is delegated to delegate their legislative powers.In Article 150 of Federal Constitution, Parliament can pass the power to legislate any subsidiary legislation during emergency, even if there are any contradictions with the Federal Constitutions involved. The people or bodies who are authorized by the legislatures are the Y ang di-Pertuan Agong who is the nominal head of the executive and the Prime Minister and cabinet is the real executive. The Cabinet is answerable to the Yang di-Pertuan Agong as the nominal head of the executive in the country. However, according to the democratic ruling system, the Chief Executive is the Prime Minister.This does not mean that the Yang di-Pertuan Agong is unable to voice any opinion, but rather that he must act on government advice, whatever his personal view might be. The Yang di-Pertuan Agong appoints a Cabinet to advise him on country's matter. The Cabinet consists of the Prime Minister and a number of Ministers who must all be members of Parliament. Besides that, the Government has set up various agencies to ensure the smooth enforcement of the law. It comprised of three main components, namely ministries, departments and statutory bodies.Lastly, Islamic law is also a major source of Malaysian law which is enacted under the Federal Constitution. It is only appli cable to Muslims and is administered by a separate court system, the Syariah Courts. The State legislature has authority over the constitution, organization and procedure of the Syariah Courts and is also allowed to make Islamic laws pertaining to persons professing the religion of Islam. Q3) The Unwritten law does not mean that the law is literally unwritten. It refers to the laws which are not enacted by the Legislature and which are ot found in the Federal and State constitutions. This category of law comes from cases decided by the Courts and the local customs, which is otherwise known as common law. The unwritten law mainly comprised of the English law, judicial decisions and custom law. The English Law can be divided into two which are the English Commercial Law and English Land Law. In section 5(1) of the Civil Law Act 1956 provides that The English Commercial Law is applicable in Peninsular Malaysia except Penang and Malacca as it stood on 7 April 1956 in the absence of loca l legislation.On the other hand, Section 5(2) of the same act, applies in Penang, Malacca, Sabah and Sarawak as the law administered in these states will be the same as law administered in England, in the like case at corresponding period. As for the English Land Law, none of the English Land Law concerning the tenure, conveyance, assurance of or succession to any immovable property or any estate, right or interest therein applies in Malaysia. In Malaysia, National Land Code is the law that governs the land matters.There is no any allowance for English land law, except in so far the National Land Code might expressly provide. Approaching the judicial decision, judges do not decide arbitrarily. Instead, they are bound to follow certain accepted principles known as precedents. Precedents are defined as ‘a judgment or decision of a court of law cited as an authority for the legal principle embodied in its decision†. The system of binding judicial precedent is called stare d ecisis. It is created by the English judges and introduced into Malaysia upon colonization.The Malaysian Court system is similar and in fact, influenced by the English Court system which is divided into the Superior and Subordinate Courts. Under the Subordinate Courts, the Penghulu Court is the lowest level and the state government will appoint a headman to preside the court for the specific district. Relating Sabah and Sarawak, both are equally related to the Native Courts that relates to the indigenous people's customs. A level above is the Magistrate's Courts which deals with minor criminal and civil cases and at the highest level are the Sessions Courts.However, the Superior Courts are made up of the High Court, Court of Appeal and Federal Court (which is the highest court in the land). Customs are another important source of unwritten law. Every race has its own customs. Hindu and Chinese customary law applied to the Hindus and Chinese respectively. Besides that, natives in Sab ah and Sarawak have their own customary law which relates to the land and family matters. In Malaysia, there are two types of Adat which is the Adat Perpateh and Adat Temenggung.Adat Perpateh is practiced among the Malays in Negeri Sembilan and Nanning in Malacca. It uses the matrilineal system which belongs to mother's lineage, meaning to say it involves the inheritance of property, names or titles from mother to daughters. It also concerns with matters such as land tenure, lineage, inheritance and election of members of lembaga and Yang di-Pertuan Besar. As for Adat Temenggung, it is practiced in other states and it uses the patrilineal system which belongs to father's lineage.

Monday, July 29, 2019

Labor Relations and employee relations Essay Example | Topics and Well Written Essays - 1000 words

Labor Relations and employee relations - Essay Example After defining the two terms unions and labor it's easier to understand what type of relationship exists between the two. A union tries to combine the problems of the labor force and present it in front of the management to increase the weight age of the problem as a whole. The unions and labor should go along incase mutual benefits are expected. If members of the labor force does not collaborate with each other than a union is useless. If unions need to succeed they need to have large memberships. Labor unions can make organizations accept their demands by negotiating and if that doesn't work out then the strength of the unions determines whether a strict action like going on a strike or abandoning work can be taken. Labor unions also try to make the organization help labor in their bad times for example if a labor worker has a family member suffering from a disease that is expensive to cure than the organization can help that person financially if the labor union puts pressure on t he management. Effects of labor union relationship can be diverse for an organization. Collective bargaining has seen a decline in the US workplace lately. In the beginning when unions started to operate studies proved that they have no effects on financial improvements of an organization in fact they proved to be negatively affecting an organizations performance. These results were denied later as newer studies showed opposite results even though collective bargaining was on a decline. Hence effects of labor unions can be different for different organizations depending upon the situation and atmosphere of the organization. Ans. B The effects of employee relations' strategy, policies and practices have been huge on organizational performance but here we will highlight the most relevant and important ones. Employee relations' strategy is basically created and implied to make the work environment friendlier and to make the employees collaborate with each other and work as a team when needed. The effects of employee relations' strategies, policies and practices should obviously be positive on the organizational performance. The previous sentence states a fact but situation and atmosphere of an organization can alter this fact. Other factors that can change this fact include the type of strategies, policies and practices that are being implied. For example if the organization favors group work and has employee relations strategies, policies and practices based on these concepts than organizational performance can improve if team work or group work is given more opportunities in the daily operations, but in the sam e way if groups and teams are not made properly or the groups or team members are unable to co-operate which each other due to some reasons than the organizational performance can decline. In the same way if an organization follows the individualistic approach in its workplace and strategies that are based on this concept are implied then a worker would find it difficult to work effectively if teams or groups are made hence the organizational performance would decline and if he is made to do work alone and given proper incentives individually then his performance would improve resulting in the improvement of organizational performance. In the same way if the employee relations strategies, policies and practices are changed then a quick adoption is impossible hence it does affect organizational performance and usually it's in a negative manner. Changing employee

Sunday, July 28, 2019

Why did Scott J suggest that search orders had a draconian and Essay

Why did Scott J suggest that search orders had a draconian and essentially unfair nature Columbia Picture Industries Inc - Essay Example The order was executed at the same time with the police search warrant. The court rules unanimously that the action was not a to contravention human rights laws. However, Scott argues that search orders represent a â€Å"draconian and essentially unfair nature†. The doctrine of Anton Piller is one of the most controversial of laws regarding underlying search and entry. Of particular interests is to understand the premises that inform Scott’s stand. Unraveling the â€Å"draconian and essentially unfair nature† of the Search order In labeling the search order as â€Å"draconian and essentially unfair nature†, one would not miss the point in inferring that Scott felt the orders were far from being justified. Thus, in seeking the premise in which Scott’s stand rests, the question of how unjustified the order was is imperative. Indeed, such a question leads to various sound arguments against the search orders. In particular, it can be inferred that searc h orders, in all their forms, are generally draconian owing to their nature of lacking adherence to the laws and statutes that protect human rights. Additionally, the Piller principle and other associated principles, such as ex parte, also go against the laws of equitable remedies.... As such, the court may make utilize injunctions, which creates that allowance for inspection of property and conducting searches. Another term is interim injunction. An interim injunction is an order from the court prohibiting a person in a civil suit from doing or compelling to do something and this is in order to maintain the status quo. Indeed, the premises for the ruling may be considered as those consistent with those in the Anton Piller KG v. Manufacturing Processes Ltd3, wherein it was upheld that the court has the powers to injunct a person from meddling with what is deemed evidence in order to maintain the status quo prior to the issue going to trial. It cannot be disputed that the goals of the provisions are well set. However, they can barely dispel one crucial question ­ --- what is then the place of fundamental human rights? Whereas it could be inferred that the court decision was began as a noble means of ensuring justice through interim injunctions, it mutated to beco me a tool for the abuse of human rights due to most of the order being issued ex parte4. An order issued ex parte is a breach to the stipulations that underlie the bill of rights. Here, Anton Piller law is deemed to be one of the most Draconian of laws since it creates the allowance to acknowledge that the right to privacy, one of the fundamental rights, was breached. The debate on the human rights aspect of the law is however two fold since its contravention of one seems to promote the observance of the other. Article eight of the human rights convention asserts that everyone has the right to respect to his private and family life5. As clearly set in Chapter 8 of the convention, every person is entitled to

Saturday, July 27, 2019

Research paper about any topic Example | Topics and Well Written Essays - 1750 words

About any topic - Research Paper Example But modern research suggests that the legalization can create positive impact on the economic and medical system of a country. Scientifically it has been proved that the use of marijuana is less dangerous than that of alcohol, aspirin and tobacco. Scarce law enforced for the consumption of marijuana resulted in to loss of billions of dollars. But the regulation and legalizing of marijuana can help to boost the economic growth rate of a country and decrease the crime rate. This research paper will analyze and discuss about the optimum benefits for legalization of marijuana in United States. The proper term of marijuana is cannabis sativa. Since the year 1937, the discovery of leaf has created huge controversy about its legalization. The positive impact of marijuana towards economic and medical structure of a country surpasses its negative influence. Strict laws adopted to restrict the consumption of marijuana by United States Government. Research suggests the medical importance of marijuana. Marijuana helps to reduce nausea, vomiting and reduce stress of struggling life of human beings. In United States, $5 billion spend each year to restrict people using marijuana. The humongous amount of money spend is equivalent to the 1 % GDP of United States. The medical benefit of legalization of marijuana cannot be denied. Marijuana can help to treat nausea during the time of cancer chemotherapy, Crohn’s disease, muscle spasms, seizure disorders and poor appetite. Marijuana can help to the health of lungs and reduce effect of tobacco. In January 2012, researchers of Ameri can Medical association published that the use of marijuana can help to increase the capacity of lungs. Tobacco smoking can dismantle the function of lungs but consumption of marijuana can raise the capacity of lungs. A study published in the year 2003 shows that marijuana can help to prevent epileptic seizure. Marijuana can also help to prevent eye disease called glaucoma. This

Friday, July 26, 2019

Time Management Research Paper Example | Topics and Well Written Essays - 2000 words

Time Management - Research Paper Example Notably, time is constant and scarce and hence this topic seeks to define the need and methods that help college students to develop effective strategies to manage their time for purposes of balancing the conflicting demands of study time, working hours, leisure time, and other endeavors that limit study time. In college education, time management is significant in revising for examinations, attending lectures, and participating in sporting activities. I chose this topic because traditional students always lack enough time to do everything they need in college. As such, this topic will inform the students on the need and methods of planning and controlling the amount of time spent on certain activities with an aim of increasing the efficiency and effectiveness of their academic pursuit. This topic is significant in that it informs the students on the benefits of proper time management as well as the academic problems. Proper time management in college may involve future planning, monitoring the allocation of available time, goal setting, and prioritizing tasks. Numerous tools, skills, and techniques will help the students to accomplish their goals and tasks within the set deadlines. Such methods may include goal setting, prioritizing tasks, monitoring the academic pursuit, creating a list, organizing a work schedule, and limiting procrastination. Through effective time management, college students will enjoy certain benefits that may include good performance, establishing conducive learning environment.

Compare and Contrast the United States Healthcare System with the Term Paper

Compare and Contrast the United States Healthcare System with the Healthcare System of Japan - Term Paper Example It is a combined effort of governments, creeds, charities, or other organizations to provide healthcare services to the common masses. According to World Health Organization (WHO), the concerned goal of healthcare system is to ensure effective care process with minimum financial costs. Healthcare system depends on four important factors that are source generation, provision of healthcare services, financing and stewardship (World Health Organization, 2012).Concerning the healthcare services being provided, it has been viewed that there can be several shortcomings a nation can face in terms of increased expenses, mortality rate and improper funding among others. In present day context, it has been revealed that healthcare system of the United States is deteriorating in the global platform due to the prevalence of certain major gaps within the entire system. Focusing on these aspects, the paper intends to present a comparison and contrast between the United States healthcare system and the Japanese healthcare system. This study focuses on determining the various setbacks faced by the healthcare system of both the countries and thereby would assist in deriving better knowledge regarding the loopholes of the entire healthcare system that need to be addressed. ... Consequently, government and concerned authorities require developing sustainable budget based healthcare plans that can address the evolving needs. Considering health statistics, it can be comprehended that it is applied to derive actual information about the cost, time-consumption and the difficulty level associated with the existing healthcare plan. In the United States, healthcare facilities are broadly operated and owned by the private organizations. Government provides health insurance for its employees but to a certain limit. It has been perceived that 60-65% of healthcare expenses of the US come from the Tricare, Medicare, Medicaid and child care programs (World Health Organization, 2012). Life Expectancy is a term that indicates the number of years an individual is expected to live according to the statistical estimates. The statistical factors of life expectancy entails certain calculations associated with a few imperative factors such as sex, occupation and physical condit ion. The United States’ life expectancy measures reveal the country to be ranked in the 42nd position worldwide. With regard to the report of WHO, it has been evaluated that the life expectancy rate associated with birth in the USA is 78 years (U.S. Department of Health and Human Services, 2012). As per the recent study of the WHO, it can be ascertained that the depicted result related to life expectancy shows loopholes within the healthcare system of the US. In this regard, the reasons behind such setbacks include income and geographical factors. On the other hand, according to a recent survey conducted, it has been revealed that Japan has the longest life expectancy at birth worldwide. With regard to the detailed analysis

Thursday, July 25, 2019

American Government Research Paper Example | Topics and Well Written Essays - 500 words

American Government - Research Paper Example ticle handling the roles of the house and the senate, the second article providing for the powers and responsibilities of the president, the vice president and the departments, while the third article caters for the duties and authorities of the federal and the supreme courts. The system of checking the powers is enhanced through having one arm of the government limit the powers of the other. The system of checks and balances can be demonstrated by the nature of relationships between these arms of the government. The executive is authorized to constitute the judiciary through having the president appoint judges. The legislature on the other hand is mandated to approve or disapprove the appointments made by the president. This way, there is a participation of each arm of the government in such decision making, ensuring that no arm exercises excessive powers over the others (Kilman and Costello, 56). The other nature of a relationship is that while the legislature, through the congress passes a law, the executive, through the president can veto such a law (Kilman and Costello, 58). Further, the judiciary can rule on the unconstitutionality of a law passed by the legislature, but the legislature can avert this through initiating the amendment of the constitution to suit such laws, if deemed necessary for the state. Thus, the separation of powers ensures that each arm is acc ountable to the others and by extension the whole republic (Kilman and Costello, 79). The process of passing a bill into a law includes the introduction of such a bill by the congress. The bill can either emanate from the senate or the house of representative, with the person introducing it becoming the sponsor (Kilman and Costello, 107). The introduced bill is then passed on to a selected committee of the senate or the house, depending on the nature and the rules of the process, for consideration. From here it can be passed on to subcommittees for further review. The next stage after the

Wednesday, July 24, 2019

North Korea Essay Example | Topics and Well Written Essays - 1000 words

North Korea - Essay Example The conditions of the prisons are pitiable. The government does not pay any attention to the malnutrition, people of the state are facing. Executions are carried out in public. Many people escape to China for survival but have to face severe punishments if caught (Amnesty International USA, 2007). North Korea has been given the worst freedom house rating, a score of 7-7. It is known as the worst violator of human rights. A lot of people have died of malnutrition and the government focuses on its own needs only (Freedom House, n.d.). The corruption perception index ranks various countries based on the level of corruption in their public offices. Because of the absence of required sets of data, North Korea has never been included in the CPI's (Transparency International, 2007). Economy The currency of North Korea is the North Korean won. GDP of a country is an estimate of its economy. North Korea has a GDP of $1,900 per capita. GDP (real growth rate) is 1.6%. GDP (purchasing power parity) is $40 billion. GDP per sector is: Agriculture - 30% Industry - 34% Services - 36% An estimate of the labor force is 10 million with 36% into agriculture and 64% in industry and services. The major agricultural products are rice, corn, potatoes, soybeans, pulses; cattle, pigs, pork, eggs and major industries are related to military products; machine building, electric power, chemicals; mining, metallurgy; textiles, food processing. The country receives an external food aid of $81.11 million. The external debt is of $12 billion. Total export is of $1.437 billion and total import is of $3.181 billion (CIA,... The Democratic People's Republic of Korea came into existence in 1948. Since independence the communist Korean Worker’s Party has ruled the country. The government of the country, under the leadership of Kim Jong Il, exhibits true dictatorship. There is a scarcity of food. Any person showing disrespect to KWP has to face tortures or even death penalties. The conditions of the prisons are pitiable. North Korea is in critical economic and political situation. There is a need to introduce new economic reforms to stabilize the financial condition of the country. Laws must be crafted for the benefit of the society and for reducing the crime rate. New technologies need to be adopted for the development of the country and independence from the external financial aids. With the world’s least free economy figure of 3%, North Korea holds 157th place out of 157 countries. No international authority is allowed to collect country’s economic information. North Korea has corruption rooted in every individual’s job profile. Government uses unlawful means of earning money, burdened with heavy international debts. There is no freedom of business or trade outside or within the country.

Tuesday, July 23, 2019

Getting father and I on the same page Essay Example | Topics and Well Written Essays - 1000 words

Getting father and I on the same page - Essay Example I’ve always written, for school assignments, college essays and term reports and sometimes just to let off steam or communicate with another person, but none of what I have written in my life has been as meaningful to me as the letters I wrote to Father when I was in Boston. These letters embody in writing the foundation and building of our relationship in words and are more precious to me than anything I ever wrote or was written to me. These writings embody the bridge that brought Father and I back together. I spent my childhood in a closely knit and fairly large family in Korea. My sister and I used to play together at home and were very close and strongly attached to mother, but father remained a potent yet detached presence in our house. My father ran his own business; he used to work long hours during the week and was hardly ever home. Even when he was; he seemed too tired to want to hang around with my sister and me. To my young self, father seemed like a big and imposi ng figure of whom I was mostly scared. Throughout middle school, I spent most of my time outside the house hanging out with my friends in an effort to stay out of father’s way. ... However, this pattern broke when I was 20. At 20 years of age, I moved from Korea to Boston and had to live away from my family for the first time in my life. Being away from home like this made me miss father, even if initially I just missed his mere presence. With time, I began to want to talk to him, to share my life with him and tell him how I was doing and in return ask him how life was back home. The only problem was that due to strained relations with him in the past I was still uncomfortable with the idea of initiating a conversation with him, especially an emotional one. However, I really wanted father and me to finally get along so I decided to write him a letter. I thought since this was a less direct way of communicating with him, both of us would be less uncomfortable trying to get our thoughts and feelings across to the other person. My initial letter to father was in some ways my shyest and in other ways my most courageous attempt to communicate with him. I wrote it so that I could finally build a bond between us which had been absent during my childhood, a bond which I now deeply craved that I was away from my home and family and living in a foreign land hundreds of miles away. I say this letter was my shyest attempt at writing to my father because it contained only a few preliminaries and pleasantries and redundant comments about Boston and its weather. I told him my mundane routine and asked him his even when I knew it already. This was my way of engaging him in conversation, of making him a stakeholder in the rebuilding the relation between us. But this letter was also my most courageous attempt to communicate and reconnect with him as only an

Monday, July 22, 2019

American Airlines Flight Case Study Essay Example for Free

American Airlines Flight Case Study Essay Cause(s) of Accident The National Transportation Safety Board (NTSB) determined that the probable cause of this accident was the asymmetrical stall and the ensuing roll of the aircraft because of the uncommanded retraction of the left wing outboard leading edge slats and the loss of stall warning and slat disagreement indication systems resulting from maintenance-induced damage leading to the separation of the number 1 engine and pylon assembly at a critical point during takeoff. The separation resulted from damage by improper maintenance procedures which let to failure of the pylon structure. Structural and Mechanical Factors After a thorough examination of the pylon attachment points, fractures and deformations at the separation points in the forward bulkhead and thrust link were all characteristic of overload. Testimony indicated the forklift was not powered for a period of time because it ran out of fuel. Post accident forklift tests showed that under these conditions leakage would allow a drift down of 1 inch in 30 minutes. Movement of 0.4 inch or less would produce a 7 inch fracture at the flange. Contributing Factors The design and interrelationship of the essential systems as they were affected by the structural loss of the pylon contributed to this accident. Flight control, hydraulic, and electrical systems in the aircraft were all affected by the pylon separation. When the engine separated from the pylon hydraulic pressure and fluid were lost and not recoverable. The separation also severed the electrical wire bundles inside the pylon which included the main feeder circuits between the generator and the No 1 a.c. generator bus. The flight crew was unable to restore power to the aircraft. The failure of engineering to ascertain the damage-inducing potential of a procedure which deviated from the manufacturer’s recommended procedure was another contributed factor. The procedure in question was the removal of the pylon attaching hardware and the positioning of the forklift. As a result, maintenance personnel altered the sequence of hardware removal. Investigation Board Findings The engine and pylon assembly separated either at or immediately after liftoff. The flight crew was committed to continue the takeoff. The aft end of the pylon assembly started to separate in the forward flange of the aircraft bulkhead. The structural separation of the pylon was caused by a complete failure of the forward flange of the aft bulkhead after its residual strength had been critically reduced by the fracture and subsequent service life. The length of the overload fracture and fatigue cracking was about 13 inches. All electrical power to the number 1 a.c. generator bus and number 1 d.c. bus was lost after the pylon separated. The captains flight director instrument, stall warning system, and slat disagreement systems were rendered inoperative. Power was never restored. The number 1 hydraulic system was lost at pylon separation. Hydraulic lines and follow up cables of the drive actuator for the left wing’s outboard leading edge slat were severed by the separation of the pylon and the left wing’s outboard slats retracted during climb out. The retraction of the slats caused an asymmetric stall and subsequent loss of control of the aircraft. The pylon was damaged during maintenance performed on March 29 and 30, 1979 at the American Airlines Maintenance Facility in Tulsa, Oklahoma. Engineering personnel developed procedures for removing the pylon and engine that deviated from manufacturers procedures, and did so without performing proper tests. Recommendations The NTSB recommended that the Federal Aviation Administration (FAA) issue immediately an emergency Airworthiness Directive to inspect all pylon attach points by approved inspection methods. Issue an Airworthiness Directive to require and immediate inspection of all DC-10 aircraft in which an engine pylon assembly had been removed and reinstalled for damage to the wing-mounted pylon aft bulkhead, including its forward flange and the attaching spar web and fasteners. Issue a Maintenance Alert Bulletin directing FAA maintenance inspectors to contact their assigned carriers and advise them to immediately discontinue the practice of lowering and raising the pylon with the engine still attached and adhere to recommended manufacturer procedures. Outcomes After a series of post accident inspections disclosed damaged aft bulkheads in the wing to the engine pylons, the Administrator of the FAA issued an Emergency Order of Suspension on June 6, 1979, which suspended the DC-10 series aircraft type certificate until such time as it can be ascertained that the DC-10 aircraft meets the certification criteria of Part 25 of the FAR and is eligible for a Type Certificate. Twenty days later the FAA issued Special Federal Aviation Regulation 40 which prohibited the operation of any model DC-10 aircraft within the airspace of the United States. On July 13, 1979, after a series of formal investigations, the Administrator found that the DC-10 met the requirements for issuance of a type certificate. And the Emergency Order of Suspension was terminated. In November 1979 the FAA fined American Airlines $500,000 for using faulty maintenance procedures on its DC-10 aircraft by using forklifts to mate the complete engine/pylon assembly with the wing attachment points. Continental Airlines was fined $100,000 on a similar charge. References Aviation Safety Network. Retrieved October 20, 2010, from http://aviation-safety.net/database/record.php?id=19790525-2 NTSB. (1979). Aircraft Accident Report, American Airlines, Inc. Flight 191. Retrieved October 20, 2010, from http://www.airdisaster.com/reports/ntsb/AAR79-17.pdf

The well-being of looked after children

The well-being of looked after children Wellbeing is a subjective issue, with many attempting to define it. Recent government policies have attempted to create guidelines to improve services; however looked-after children generally have poorer wellbeing than other children. Looked-after children of school age in my area are allocated a named nurse from the school nursing team. The term looked-after refers to children who are subject to care orders and those who are accommodated voluntarily (The Childrens Act 1989). The focus of this essay will be on the wellbeing of looked-after children of 14-18 years of age, as this is when children are approaching the end of care often a time of great disruption to their wellbeing. Furthermore, the wellbeing of looked-after children is particularly vulnerable during the transition period from childrens to adult services. In 2008 there were 59,500 looked-after children in the UK (Department of Health 2009). Evidence shows that a higher percentage of looked-after children will enter the criminal justice system, become teenage parents and have a higher need for Child and Adolescent Mental Health Services (CAMHS), with behaviour and emotional problems being linked to frequency of placement moves and lack of attachment. (House of Commons 2009, Department for Children, Schools and Families 2009, Barnardos 2006, Department for Education and Skills 2003, Office for National Statistics 2003). To promote the wellbeing of looked-after children extra help from other agencies is required, with the emphasis on holistic assessment. Commissioned Services introduced statutory guidance and named nurses to address this (Open University 2010, Unit 6, page 82-83). It is important as a named nurse that wellbeing is defined and understood in practice. Gough et al (2006, pp4) states à ¢Ã¢â€š ¬Ã‚ ¦wellbeing is an umbrella c oncept, embracing at least objective wellbeing and subjective wellbeing. Ereaut and Whiting (2008) believe that wellbeing is a cultural construct for what people collectively agree makes a good life. The Scottish Government (2011) identifies that a safe and nurturing environment is fundamental to developing into a confident and resilient adult, looked-after childrens emotional health is often affected by experiences prior to care entry. Dimigen et al (1999) identified that the level of mental health need in looked-after 11-15 year olds were 55% for boys and 43% for girls compared to 10% for other children aged 5-15. Haywood et al (2008) concur that looked-after children enter care with poorer health than their peers due to the impact of poverty and chaotic lifestyles. The UNCRC commissioners guide (2008) recognises the widening gap between rich and poor in the UK, and associated disparities in the childrens wellbeing. A UNICEF report (2007) places the UK bottom of 21 industrialised countries for child wellbeing. Forrester (2008) believes that children in care can achieve equal wellbeing to other children, and advocates the European model that entry to care can be beneficial for a child living in deprived circumstances, rather than the UK view of care as a final resort. A study by Helseth (2010) found that quality of life is about a positive self-image, good friends and family looked-after children often do not have these resources. Graham and Power (2004) state there is evidence that childhood disadvantage is linked to adulthood disadvantage, emphasising the importance of wellbeing during childhood. The Department of Health (2000) considers there are seven dimensions of wellbeing health, education, identity, emotional and behavioural development , family and social relationships, social presentation, and self-care. To measure child wellbeing, the UK governments Every Child Matters system of five outcomes is used: be healthy; stay safe; enjoy and achieve; make a positive contribution; achieve economic wellbeing (Department for Education and Skills, 2003), which aims to intervene before crisis point is reached (Barker, 2009). The outcomes relate to the 1990 United Nations Convention on the Rights of the Child, and are co-dependent. If children are not achieving any of the five outcomes, then the Framework for Assessment of Children in Need is utilised (DoH 2000). This assessment is based on needs in three domains: Developmental Needs, Parenting Capacity and Family and Environmental Factors (Appendix 1) and contributes towards the Common Assessment Framework (CDWC 2009). The CAF is used across agencies to prevent children having to undergo multiple assessments and to aid sharing of information. In practice this does not always work, as a social worker may emphasise a childs social needs compared to health issues. 30% of looked-after children are placed outside their local authority, which has implications for commissioned health services (Doh2009). This can have a negative effect on wellbeing of children as their needs may not be met due to the lack of joined up services. In practice safeguarding supervision helps to identify children whose wellbeing may be at risk, but cross-county collaboration would help minimise these risks further. Although looked-after children can achieve all five outcomes on paper, they may not necessarily feel a sense of wellbeing: they may be unhappy, feel different to other children and have upsetting memories (McAuley and Davis 2009, Fleming et al 2005). It has been found that more emphasis may be placed on one outcome depending on an agencys role, creating a disparity in definitions of wellbeing between agencies. Other criticisms of Every Child Matters are that cultural needs, disability, resilience and emotional health are not taken into account (Chand 2008, Sloper et al 2009). Parton (2006) voices concerns that a low mandatory information sharing threshold could compromise confidentiality. Children leaving care have specific needs when it comes to maintaining their wellbeing, having a lasting effect on their adult lives; care leavers are more likely to be unemployed, to become homeless, to spend time in prison and often have trouble forming stable relationships. One in seven young peo ple leaving care are pregnant or are already mothers. They have to learn how to cope financially (Barnardos 2011). A Panorama documentary (BBC 2011) recently showed care leavers struggling with basic living skills. This is supported by what is seen in practice; many foster carers refuse to allow children assist with preparation and cooking of meals, or ironing in case they may burn themselves. It should be raised with the independent reviewing officer that these skills are beneficial, which should then be recommended formally as part of the care plan. Foster carers now attend mandatory training, and are conscious of health and safety regulations. Often they think they are acting for the good of the child or being nurturing, but in reality they are impeding the childs developing life skills to live independently. A looked-after childs statutory annual health assessment is at odds with them living as normal a life as possible other children do not have an annual medical assessment. Fleming et al (2005) identified a low uptake (56%) and few health issues arising from the assessment, questioning its value. Bundle (2001) found that many health assessments were used as a screening exercise rather than a health promotion opportunity. The feeling in practice is that there is a responsibility by the state to ensure that all health appointments and immunisations are up to date looked-after children generally have a poor history of routine health check-ups at entry to care. Furthermore Coman and Devaney (2011) believe that a good quality holistic assessment is the only way to achieve a meaningful measurement of outcomes for a child. The health assessment also provides an opportunity to support the child with other aspects of health which affects wellbeing such as personal issues and emotional health issues which a child may normally go to family members with (Hill and Watkins 2003). Health assessments can be a strain on resources in practice to provide a good quality assessment an hour should be allowed, with the assessment preferably done in the childs home to observe interactions in their home environment. It also provides an opportunity to discuss leaving care, and to ascertain whether the young person is receiving appropriate services and support. This may require acting as an advocate for the looked-after child at their review, to ensure there is an adequate service provision. Therefore, practitioners must keep up to date with government policy, best practice, evidence, multi agency working and services available in their area. The tool used to assess emotional wellbeing is the Strengths and Difficulties Questionnaire (Goodman, 1997), however this can cause frustration when problems identified cannot be addressed due to lack of services (Whyte and Campbell 2008). Healthc are professional have a duty of care to ensure that the young person leaving care knows where to go and how to make appointments for different health services. Models such as Maslows Hierarchy of Needs (1943) and Roper,Logan and Tierneys Activities of Daily Living (2000) form the basis of the adult Single Assessment Process (Department of Health 2002), however when holistically assessing childrens wellbeing the five outcomes of ECM are used, this can create a situation where as little as a days difference in age could result the SAP being used rather than ECM to assess a young persons wellbeing. The transition to adult services would benefit from an additional framework for assessment for young people between 18 and 25. To assess the wellbeing of an 18 year old using the same framework as for a 90 year cannot be in the best interests of the young person. To develop and introduce such a framework would be costly and cumbersome; however as the importance of health promotion is increasingly recognised by the government, it would be worthwhile investigating this further. Studies of young people leaving care show that their health concerns are s imilar to all young people with the additional stressor of learning to live independently. Local studies identify that young people value approachable healthcare professionals, and would prefer to have specific young person-friendly and accessible clinics (National Childrens Bureau 2008, Stanley 2002 ). NICE guidelines (2010) recommend that there is an effective and responsive leaving care service for young people in transition between age 16 and 25. A key leaving care worker can help with the transition however the level of support is varied (Goddard and Barrett 2008). To help a child with the transition leaving care social workers, pathway plans, open door placements and other services should be provided (DoH 2001), but for a young person leaving care many of the domains which contribute towards wellbeing such as housing, income, family relationships, stability and safety are in turmoil and wellbeing suffers greatly as a consequence. Some looked-after children become very emotionally withdrawn leading up to their eighteenth birthday, when they will no longer be a child in care and make the transition to adult services. In 2008 the UK Childrens Commissioners Report found that children felt pressurised to leave care at sixteen, and recommended that no child leaves care before eighte en. Occasionally foster carers allow the child to stay within the family, however in practice when the financial incentive ends, the child has to leave. Resilience has a significant impact on the wellbeing of a child leaving care, resilience is understood as having the capacity to resist or bounce back following adversity and is generally considered to be made up of individual, family and community factors (Glover 2009). Scudder et al (2008) believe that resilient children have belief in their ability to succeed and achieve their personal goals, and that resilience is a dynamic characteristic that can develop over time. Newman and Blackburn (2002) found that children today are less resilient compared to earlier generations, perhaps because of being sheltered from challenging opportunities, however Drapeau et al (2007) state that resilience can be nurtured in children for whom it does not occur naturally. The practitioner should believe in the childs potential and allow them to set t he level of intervention. Ahern et al (2008) suggests referring children with low levels of resilience to services such as CAMHS or peer-support groups. In practice, by addressing one problem at a time enables the child to experience and build upon success, rather than setting a huge unobtainable goal and setting the child up to fail. Wellbeing is believed to include many factors besides health, emphasising the importance of a good quality holistic assessment and appropriate intervention. There are many additional needs for looked-after children, particularly with emotional health, if they are to achieve wellbeing. They are often poorly prepared for independent living when they leave care, and learning life skills should be emphasised during reviews of children approaching the end of care. Upon leaving care, the transition to adult services can be very traumatic and detrimental to wellbeing for looked-after children. As practitioners we should be encouraging looked-after children to prepare for independence and to take responsibility for their own health. To work towards this goal the statutory child in care health assessment should be an exercise in partnership with the child, rather than a professionally led assessment. For a looked-after child to achieve the same level of wellbeing as other children depends on variables such as resilience, attachment and ongoing support which cannot always be provided by the state. There needs to be more research into factors care leavers consider important for their health and wellbeing, which could inform an interim assessment tool between ECM and the SAP providing enhanced transition services for all children.

Sunday, July 21, 2019

Evidence Based Public Health Health And Social Care Essay

Evidence Based Public Health Health And Social Care Essay Public programmes have absorbed huge amount of money for health improvement, social welfare, education, and justice. However, the result of the programmes are still unkown whether improve peoples lives or not and experts knowledge is not used in policy decisions (Oxman, et al. 2010). Gaps between research of effectiveness and policy implementation are also clearly seen (Brownson, Chriqui, Stamatakis 2009). These gaps occur because policy makers have different priorities. Black (cited in Wallace 2006) argued that ideological blinders, economic pressures (both in governmental budgets and their own campaign coffers), electoral realities, bureaucratic inertia, and a host of other factors that can make good data irrelevant, influence policy maker in decisions making. Wallace (2006) also stated that political concerns lead to immune to facts in policy makers. Brownson, Chriqui, Stamatakis (2009) stated that the process of making public policies can be complex and messy and the policies are not only technically sound, but also politically and administratively feasible. The first step of health-policy making-process is problem identification and agenda setting. In this stage, public problems will be political agenda if the problems are converted into political issue (Palmer Short 2000). Evidence-based public health enable to influence policy makers in public health decisions because evidence-based practice use a particular type of evidence and focus on clear reasoning in the process of appraising and evidence interpretation (Rychetnik et al 2004). Evidence-based practice rises evidence from research which encompass a wide variety of public health research. Rychetnik et al (2004) also mentioned several type of studies which used in evidence-based public health such as decriptive, taxonomic, analytic, interpretive, explanatory and evaluative. Prinja (2010) asserted that evidence and information contribute to policy making process through research and consultative process or published documents or reports. Moreover, Rychetnik et al., expanding on earl ier Brownsons argument (cited in Fielding Briss 2006) argued that evidence-based public health decisions can be supported by three types of scientific evidence. Type 1 evidence is that something should be done is determined by causes and magnitude of disease, severity and preventibility. Type 2 evidence shows that which intervention or policies should be done may effective in specific intervention to promote health. Type 3 evidence describe how something should be done that how and under what circumstances interventions were implemented and how they were received. Those type of evidence are useful in public health decision because they may improve the quality and availability of the evidence (Rychetnik et al 2004). Evidence for evidence-based policy can be determined into two categories, quantitative evidence and qualitative evidence. Both of them are important for policy relevant evidence (Brownson, Chriqui, Stamatakis 2009). Quantitative evidence for policy making, which provides data in numerical quantities, is collected from many sources, such as scientific information in peer-reviewed journals, public health surveillance systems, or evaluations of individual programs or policies (Brownson, Chriqui, Stamatakis 2009). Quantitative evidence, for example prevalence, incidence and cumulative incidence, may express the magnitude and severity of public health problems through frequency or proportion and rates measurments (Rychetnik et al 2004) but this type of evidence presents little understanding of why some relationships exists (Brownson, Fielding, Maylahn 2009). On the other hand, qualitative evidence or non numerical data may be taken from methods such as participants, group interviews, or f ocus group. Qualitative evidence may influence policy deliberations, setting priorities and proposing policy solutions by telling persuasive stories (Brownson, Chriqui, Stamatakis 2009). However, according to Rychetnik et al (2004) one of qualitative evidence that is expert opinion is positioned at the lowest level in levels of evidence hierarchies and identified as the least reliable form of evidence on the effectiveness of interventions. Nevertheless, the combination between two type of evidence leads to a stronger persuasive impact in policy making process than using only one type of evidence (Brownson, Chriqui, Stamatakis 2009). Evidence-based practitioner shoul build strong evidence to convince public health policy makers. Brownson, Fielding, Maylahn (2009) proposed three concept to achieve a more evidence-based approach to public health policy. First, scientific information on the programs and policies is required to make more effective in health promotion. Second, combination between information on evidence-based interventions from the peer-reviewed literature and the realities of a specific real-world environment is required to translate science to practice. Third, the prove of effectiveness of interventions must be informed in wide-scale consistently at state and local levels. Brownson, Chriqui, Stamatakis (2009) also recommended that evidence should show public health burden, identify priority of an issue over many others, present relevance at the local level, show benefits and harm from intervention, explain the issue by how many peoples lives are affected, and estimate the cost of intervention. In the article example (LeePark 2010) which is about HBV immunisation policy in the US, it is clear that the policy was based on convincing evidence, in this case was epidemiological data. According to these data which taken from different sources, such as American Cancer Society (ACS) and Centers for Disease Control and Prevention (CDC) showed that chronic HBV infection is responsible for the majority HBV-related morbidity and mortality. Some quantitative evidence was provided such as 1.4-2 million (0.4%) people had chronic HBV invection. The policy also relied on other successful policy intervention which might produce similar result if the HBV immunisation was implemented in population. The CDC reported that the incidence of acute HBV infection decreased 80% which was largely due to universal vacination programs for children. Characteristic of the HBV infected population was also identified such as 2.7-11% among injecting drug users, 1.1%-2.3% in homosexual, 1.5% among pregnant wo men. The data convincingly showed that there was corelation between HBV and HIV infection. The natural history of the disease also clearly identified led to assumption that HBV vaccination was important for community. The next stage of the health policy making process is policy formation. In this stage, policies are formulated or changed to a new policies. The formation stage, which is also referred to policy design or development, specific attention will be provided when policies are examined relating to the issues (Palmer Short 2000). According to Brownson, Chriqui, Stamatakis (2009) that formulation of health policies in public health practice is complex and depends on variety of scientific, economic, social, and political forces. However, huge number of people want policy and practice to be relied on the best scientific evidence. Maximising policy effectiveness and efficiency depend on evidence base (Wallace 2006). On the other hand, policy makers require a reasonable and justifiable policy solution. Hence, health public practice should develop a convincing message based on research evidence to explain policy makers how the intervention may solve the public health problems (Goldstein 2009). To develop policy formulation, research evidence should be reviewed and evaluated before being proposed to policy makers. The aim of the research evaluation is to determine the degree of credibility (validity and reliability) of information and usefulness (relevance and generality) in a different context (Rychetnik et al 2004). Systematic Reviews and Critical Appraisal are required in evidence review processes as a guide to understand the research methods (Rychetnik et al 2004). Systematic review implementation leads to practitioners and policymaker to understand all of relevant information, how the evidence was collected and assembled, and how the conclusions and recommendations relate to the information (Fielding Briss 2006). Then, the result of evidence review will be integrated with social consideration which obtained from practitioners, policy makers and consumer to produce evidence based recommendations (Rychetnik et al 2004). Through systematic appraisal of research, public h ealth practice enable to demonstrate the effectiveness of interventions based on available evidence (McMichael, Waters, Volmink 2005). In other words, the evidence-based recommendations are based on the nature and strenghth of the evidence. Furthermore, the recommendations should be evaluated with respect to the balance of advantages and disadvantages (Rychetnik et al 2004) or the benefits of interventions must be weighed against the costs (Cookson 2005). However, systematic review tend to have narrow and regressive interpretation of the nature of evidence which leads to exclude a wide range of research-based information and professional experience that may be important to policy development (Nutbeam 2001). Therefore, combination between systematic review and narrative review may bring convincing evidence rather than systematic review alone. Iit is obvious in the article example that the recommendation of HBV immunisation in the US was based on previous research evidence. For example, in June 1982, the CDC Advisory Committee on Immunization Practices (ACIP) released the first inactivated HBV vaccines for individuals at a high risk for HBV infection (Lee Park 2010). The reason why the first HBV vaccine recommendation only for high risk community because epidemiological data showed that the distribution of hepatitis B cases was not uniform across populations. Large and urban immigrant-dense areas had higher prevalence of chronic HBV infection. The CDC concluded that high morbidity and mortality from chronic HBV infection in the US would be unavoidable if those high risk populations were not interfered by immunisation programs. In 1989, the recommendation of HBV vaccine were expanded to health care workers after obtaining surveillance data of the HBV infection prevalence and input from health professionals through public a nd private requests (Lee Park 2010). The third stage of the health-policy-making process is adoption. In this stage the policy formulation is enacted and brought into force, such as state legislation (Palmer Short 2000). Public health practice requires advocacy and lobbying to influence policies, change practice and achieve public health action. Nevertheless, the process of achieving influence is often difficult rather than appraising evidence and formulating recommendations because the process requires more complex social and political negotiations and often detrmined by social, political and commercial factors (Rychetnik et al 2004). Brownson, Fielding Maylahn also argued that translation from research to community applications may require many years. Moreover, evidence-based policy and practice inform the policy maker through evidence consideration whereas policy making will depend on prevailing values and priorities. Therefore, it is challenging for public health practice to close the gap between research and pract ice (Rychetnik et al 2004). According to Nutbeam (2001), policy development is a political process rather than scientific-based process. Hence, evidence-based public health requires a strong public health voice and advocacy supports within political system in which may be obtained from public and mass media. Another support may come from public servants who have skill in critical appraisal of evidence to use research evidence in the policy development. The article example of HBV immunisation programs in the US shows that several groups influenced the US government decisions in HBV immunisation programs. From inside of the government, such as National Health and Nutrition Examination Surveys (NHANES), American Cancer Society (ACS), Centers for Disease Control and Prevention (CDC), the CDC Advisory Committe on Immunization Practices (ACIP), supported the HBV immunisation proposals by providing convincing data to the government. WHO, as an outside of government institution, might influence the US government to consider the spread of the disease by presenting international data of HBV prevalence. Health professional also forced the government to expand the HBV immunisation program not only for infant and high risk groups but also children and all adolescents. The next step of the health-policy-making process is implementation of the policy. In this stage, policy document is changed into reality (Palmer Short 2000). Evidence-based public health is challenged to translate research evidence to practice among organisations, practitioner groups, or general public. Evidence-based practitioners enable to identify the most important component of an intervention to bring effective actions to the community (Brownson, Fielding, Maylahn 2009). Interventions in public health should focus on the benefit of communities or populations rather than individuals, although many intervention bring secondary advantages to individuals (Frommer Rychetnik 2003). Rychetnik et al (2004) stated that public health interventions include policies of governments and non-government organisations; laws and regulations; organisational development; community development; education of individuals and communities; engineering and technical developments; service development a nd delivery; and communication, including social marketing. In the example article, the recommendation of HBV immunisation in the US was implemented by ACIP whereas the federal provided vaccine for health care workers and children. The final step of the health-policy-making process is evaluation which include monitoring, analysis, criticism and assessment of existing or proposed policies. The result of the evaluation is used as data sources in agenda setting and policy formation. The goal of the evaluation is to bring policy implementation in effective and efficient ways (Palmer Short 2000). Evidence-based policy requires documenting the effect of implemented policies to undertand the impact of interventions on community and individual which may change peoples behaviour (Brownson, Chriqui, Stamatakis 2009). McMichael, Waters, Volmink (2005) believed that evidence around intervention effectiveness plays important role to address health priorities for the next policies particularly in developing countries or resource-poor areas. Evidence-based practice use evidence as valuable sources in evaluation to maximise the benefits and limits the harms of public health policy and practice. The evidence enable to inform e valuation planning to improve the quality and relevancew of new research (Rychetnik 2004). Evaluation may also be useful to explain failures in policy implementation, unintended side effects, and monitoring the policy application towards achieving the policy goal (Wallace 2006). Evidence-based practice also evaluate public health policy in economic perspective because it can provide information about the association between economic investment on public health programs and policies and health impacts, such the prevelance of prevented disease or years of life saved. This method, named cost-effectiveness analysis (CEA), can explain the relative value of alternative interventions on public health programs and policies (Brownson, Fielding, Maylahn 2009). Another important evaluation of evidence-based policy is health impact assessment (HIA) that enables to estimate the possibility impacts of policies or interventions in out side of health perspective, such as agriculture, transportation, and economic development, on population health. HIA also analyse the envolvement of stakeholders in the policy interventions. Evidence-based practitioner use this method because there is much evidence that population health and health disparities are influenced by many determinants such as social and physical environments (Brownson, Fielding, Maylahn 2009). Therefore, it is essential to evaluate health policy implementation in different ways. In the article of HBV immunisation in the US, CDC always conducted evaluation and found that the incidence of HBV infection had declined after releasing recommendation of HBV vaccination. The CDC also identified that education of health care providers was clearly important to make the program successful (Lee Park 2010). The result of CDCs evaluation, which formulated into epidemiological data, can help to build new strategies to eliminate HBV infection, such as expansion of HBV immunisation recommendation for other groups and routine screening for HBV positive persons. In conclusion, evidence-based public health is important in public health policy making because evidence-based approach enables to provide policy suggestion based on convincing evidence generated from rigorous research. Since many determinants influence public health, analysis of quality and quantity evidence is essential to convince policy makers in identification of policy priorities and the best public health interventions. This essay also suggest that faster and better scientific information may influence public assumption in public health which leads to support evidence-based policy making in public health interventions.

Saturday, July 20, 2019

Graduation Speech :: Graduation Speech, Commencement Address

When I first began considering a graduation speech, my initial impulse was to spend this time discussing the advent of college preparation at Ridgemont, and the rise of empty values. I thought it would be a good chance to point out the fact that the quest for college admission has ground some of the best people I know into pulp, and that for the most part it seems as though both their parents, and to a large extent the school, seem afraid to confront that system for what it is. I wanted to speak to the changes happening here at Ridgemont, that the focus of the school is being shifted from educating for character to trying to improve the efficiency with which Ridgemont can heard students into the Ivy League. It seemed to me that my entire fourteen years here had led to the final understanding that a lot of what we have been told to strive for amounts to little more than bowing down before Mammon. But, upon reflection, I realized that I would not be doing justice to the school and the class I love if I spent my time up here attacking the parents and the school in that manner. I really owe the school and my peers a lot more than that. If it were not for my Ridgemont education, I probably would never have seen the system for what it is. Ridgemont taught me to despise that system by showing me a better way to do things; by showing me that education, success, and happiness do not have to come at the expense of others, that I could go further if I learned to help, and to be helped, by those around me, rather than compete against them. Ridgemont's emphasis on process versus product will stay with me for the rest of my life. So when I sat down and tried to pull together what it was about Ridgemont that made it an interesting and wonderful place to attend school, I remembered that my friend Larry had once pointed out to me the distinction between the two types of people that you can associate with. There are those that care about your soul, and those that don't. I think that the Ridgemont education, for many in my class, was one that cared for our souls, and this is what distinguishes it from other schools, and this is why it is so unlike the real world in here.

Friday, July 19, 2019

Three Important Symbols in The Glass Menagerie by Tennessee Williams Es

Three Important Symbols in The Glass Menagerie by Tennessee Williams      Ã‚  Ã‚  Ã‚   In Tennessee Williams' The Glass Menagerie, the narrator is used to reveal elements of Williams' own life as a victim of the Depression in the 1930s. Williams does this through his eloquent use of symbolism. Three symbols seem to reveal Williams' intent especially accurately; the unicorn, the picture of Mr. Wingfield, and Malvolio's coffin trick.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The unicorn is a symbolic representation of ways that Laura is unique or unusual.   The first facet of the unicorn, its horn, refers to ways that Laura is an unusual person, such as in her may escape mechanisms.   Laura's escape devices include her glass menagerie, list... ...ness in the Plays of Tennessee Williams. Bowling Green: Bowling Green State University, 1997.    Presley, Delma. The Glass Menagerie: An American Memory. Boston: Twayne, 1990.    http://www.olemiss.edu/depts/english/ms-writers/dir/williams_tennessee    Williams, Tennessee. "The Glass Menagerie". New York: Random House, 1985.

Finding James Cains Life in Mildred Pierce Essay -- Biography Biograp

Finding James Cain's Life in Mildred Pierce      Ã‚   An individual is greatly influenced by his/her environment, life   Ã‚  Ã‚  Ã‚  Ã‚   challenges, and experiences. As a result, in addition to imagination, a   Ã‚  Ã‚  Ã‚  Ã‚   novelist uses his life experiences to create his/her books. The influence   Ã‚  Ã‚  Ã‚  Ã‚   of James Cain's life in his writing is obvious.   In Mildred Pierce, James   Ã‚  Ã‚  Ã‚  Ã‚   Cain utilized his characters to portray the hardships suffered in the   Ã‚  Ã‚  Ã‚  Ã‚   Great Depression, characteristics that impressed him about his mother, and   Ã‚     Ã‚  Ã‚  his experience with love.      Ã‚  Ã‚  Ã‚  Ã‚   James Cain employed his experience of the Great Depression as a context of   Ã‚  Ã‚  Ã‚  Ã‚   Mildred Pierce. Like any American who lived during this period, he   Ã‚  Ã‚  Ã‚  Ã‚   suffered from this economic slowdown. In November 1931, Cain came to   Ã‚  Ã‚  Ã‚  Ã‚   Hollywood to start a six-month contract with Paramount; however, "within   Ã‚  Ã‚  Ã‚  Ã‚   six months of his arrival in Hollywood, Cain was out of job in the middle   Ã‚  Ã‚  Ã‚  Ã‚   of the Depression"(Contemporary Authors Online). Layoffs were common   Ã‚  Ã‚  Ã‚  Ã‚   because of the bad recession. Thus, although James Cain attained a job at   Ã‚  Ã‚  Ã‚  Ã‚   Columbia, he quickly lost it (Skenazy 12). Consequently, Cain used the   Ã‚  Ã‚  Ã‚  Ã‚   effects of the late 1920's market crash to create the story of Mildred   Ã‚  Ã‚  Ã‚  Ã‚   Pierce. Bert, Mildred's husband, lost all his invested money in the AT&T   Ã‚  Ã‚  Ã‚  Ã‚   stock on "Black Thursday of 1929, and his plunge to ruin was so rapid he   Ã‚  Ã‚  Ã‚  Ã‚   could hardly see Pierce Homes disappear on his way down" (Cain 10).   Ã‚  Ã‚  Ã‚  Ã‚   Similar to Bert, Cain was financially unstable, with a wife and two   Ã‚  Ã‚  Ã‚  Ã‚   children to support. Cain wrote some stories and essays; nevertheless, the... ...pedia of World Biography Supplement, Vol. 19.   Ã‚  Ã‚  Ã‚  Ã‚   Gale Group, 1999. Reproduced in Biography Resource   Ã‚  Ã‚  Ã‚  Ã‚   Center. Farmington Hills, Mich.: The Gale Group 2001.   Ã‚  Ã‚  Ã‚  Ã‚   (http://www.galenet.com/servlet/BioRC)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚   Hoopes, Roy. Cain: The Biography of James M. Cain. Southern   Ã‚  Ã‚  Ã‚  Ã‚   Illinois: University Press, 1987.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚   Marling, William. Hard-Boiled Fiction. Case Western Reserve   Ã‚  Ã‚  Ã‚  Ã‚   University. Updated 2 August 2001.   Ã‚  Ã‚  Ã‚  Ã‚   (http://www.cwru.edu/7177060/artsci/engl/marling/hardboiled/Cain%20James.HTM)      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚   Murray, Bill.   James M. Cain: July 1, 1892 - October 27,   Ã‚  Ã‚  Ã‚  Ã‚   1977.(http://www2.rmcil.edu/users/dhaynes/hum120/caincainbio.htm)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚   Skenazy, Paul. Cain James M. (James Mallahan), 1892-1977.   Ã‚  Ã‚  Ã‚  Ã‚   New York: Continuum, 1989.      

Thursday, July 18, 2019

How powerful is The Bell Jar as a feminist text?

The Bell Jar is an attempt by Sylvia Plath to write about growing up as a woman, in America during the forties and fifties. It was first published in January 1963, before the fights for equal rights were debated in the late sixties and seventies. This was one of only a few novels, at its time, in which the main character and narrator was a woman. The novel may also show Esther's search for her identity, she thinks she knows what she wants but she becomes more and more uncertain as the novel unfolds. The struggle for women in those days is something which would we could not possibly understand. A lady could not even get a loan from the bank without her husband or father co-signing it. Unmarried women were denied birth control, and girls should not attend college. If they did it was expected that they were looking for a husband. The other girls in Esther's dormitory in college told her she was wasting her â€Å"golden college years†. Throughout the book, there are many possible role models for Esther, not all of who have a positive influence on her. Jay Cee is an experienced, successful editor at the magazine where Esther has won an internship. Plath writes of Jay Cee as being somewhat masculine. This may have been because at the time only men were successful so she felt for a woman to be successful she had to be manly. However Esther starts to aim some of her anger towards Jay Cee – â€Å"Jay Cee wanted to teach me something, all the old ladies I ever know wanted to teach me something, but I suddenly didn't think they had anything to teach me. † Esther dreamt of becoming a poet, but even her mother did not believe in her ambition. Her mother felt the only way she would succeed was if she learnt shorthand, as the highest position she would ever get was to be a secretary. Mrs. Greenwood never listened to what Esther had to say nor did she respond to her in any meaningful way. Mrs Greenwood felt that she was the perfect mother and the only way to show that was by bringing up the perfect set of children. The children's role was to behave well to reflect their mother's goodness. So when Esther refused to have shock treatments, Mrs. Greenwood said, â€Å"I knew my baby wasn't like that, I knew you'd decide to be alright again. † A lot of Esther's anger is aimed towards her mother and may even be the root of her illness. Mrs. Greenwood is everything that Esther doesn't want to be, which is the reason she hates to conform. She feels that if she starts doing what â€Å"normal ladies† do she will end up like her mother. Esther even went as far as talking off her own mother's death. When they both slept in the same room, Esther says, † The piggish noise irritated me, and for a while it seemed to me that the only way to stop it would be to take the column of skin and sinew from which it rose and twist it to silence between my hands. † After writing the book, Sylvia Plath told her brother that she wanted the novel to be published under a pseudonym. In those days, or even today, death wishes were not exactly the things to satisfy parental dreams. Buddy Willard is first seen, in the text, as a typical American male. Mrs. Greenwood says of him â€Å"he's so athletic and so handsome and so intelligent†¦ kind of person a girl should stay clean for. † Before Esther gets to know him she thinks he's wonderful, but as they get better acquainted her attitude towards him changes. Buddy Willard is a prime example of a cocksure male. He thinks men rule the world while women should just do what they're told. This does not help Esther when she is trying to find her role within society to feel accepted. Buddy Willard is shallow and does absolutely nothing to make Esther feel good about herself. He's insensitive and clumsy in his dealings with Esther. He refers to her poetry as dust; thereby dismissing the one thing that she believes has great value, through arrogance. The motive for her hatred for all the men in the novel except for one may stem from the fact that Sylvia Plath's husband left her in 1962 and she wrote â€Å"The Bell Jar† a year after. However her poem â€Å"Daddy†, which she wrote in the very same year was a lot harsher towards her father and was more of a gut response. Another thing that deeply annoyed Esther was the double standard for men and women. If a man slept with a woman without loving her it was perfectly acceptable, yet if a woman slept with a man whom she didn't love then she could be labelled a whore. There are proper codes of behaviour, particularly sexual ones for women and Mrs. Greenwood makes sure Esther knows of those by sending her a pamphlet about these codes. However Buddy is not expected to adhere to the same set of rules, so when Esther finds out he slept with a waitress, she shouldn't be hurt because it didn't mean anything! It is one of Esther's desires to be sexually liberal, along with being a poet or a successful writer.

Wednesday, July 17, 2019

Managing People & Performance Essay

This appointment try ons to holistic each(prenominal) in ally analyse the decisive raft rejoinders which refer the effective writ of execution of a Maltese sea passenger and fomite service ships confederacy, videlicet Gozo Channel party bound. The principal(prenominal) argona of concern has been blue dismayed to be emanating d matchless want of strategical progress at heart Gozo Channels HRM, to a gr fertiliseer extent so at that lead is no concretion among the clubs credit moving in schema and HR scheme. Through come forward, this document bequeath seek naked as a jaybird recommendations by discordant course methodologies on how to control the barriers and issues which be affecting massess exploit.The world-class part of this document explains what atomic number 18 the concludes which last affect the military operation of Gozo Channels employees and review of some(prenominal) the show up-of-door and inner(a) mount argon explored, th en directing what the little issues be.Part two of this document sets out the implement be after of what is meaty to everyplacecome much(prenominal) barriers and using different manakins acquired and researched from the Managing community and military operation module, a detailed figure is set up to tackle separately and either argona effecting the per patternance of employees.The elective roadway passim this assignment is think on High Performing Teams and maven major featureor being proposed with exc spend is want.The conclusive reflection concentrates on achieving a virtuoso of evolution non a sense of revolution at bottom Gozo Channel, in experimental conditions of a sound recruitment musical arrangement, reveal and development.1.INTRODUCTIONGozo Channel Company Limited is a government entity which for over cardinal years has been providing sea ferry- broadcast for both vehicles and passengers amid the island of Gozo and the main island of Malt a. Although it hold ups the life-link in the midst of the two islands in a monopolistic environment, meaning without subscribe to competition, in 2004 the government had to issue a call for a Public avail Obligation , harmonise to the European due north transportation law, which basically is an arrangement in which a governing body or some other part offers an auction for subsidies, have the winning company a monopoly to operate a specified service of overt transport for a specified catch of metre for the given tri thate (Wikipedia, 2009)1.1.THE ex escape to OF THE PUBLIC SERVICE OBLIGATION ON GOZO CHANNELS HR OBJECTIVES initially in 2004, the transport authority awarded a 6 year PSO contract to GC on the dry land of its pro messs, resources and standards (fleet, homosexual resources, hump and infrastructure). At that condemnation the company was awarded an annual return of approximately 4 million.This subsidy as healthy as the tax income generated along wit h the variant woo b ar-ass exercises, resulted in re bleak annual profits, which in effect meant that the company seemed to be on the right track. In 2010 though, the PSO contract attracted a host of companies and consortiums, all of whom were all eyeing the Malta Gozo sea-ferry transport service.This situation was seen as a major threat and created an aura of un receivedty among company employees, causing all sorts of speculation. It was the firstborn time that the company had to compete for its bread and cover and speculative pressures coerce GC in submitting an annual offer of approximately 800k to ascertain continuity. This drastic decrease in subsidy requires a holistic review in GCs business strategy but much primally the HR strategy has to be properly a draw and quarter to meet its objectives.1.2.MY ROLE WITHIN THE companyAs homophile Resources and ICT Manager, analysing both the out-of-door and internal context of GC is full of life to image the advance re view of its current moldes, policies and charitable resource large(p). My determination is to see to it that the HR strategy is tally with the companys business strategy and more than importantly take care that all employees atomic number 18 nurtured, sparkd and trained to support much(prenominal) strategy, thus ensuring that GC move onward in one strategic direction.2.CRITICAL nerve2.1.INTERNAL AND EXTERNAL FACTORS OF THE CRITICAL ISSUE universe a government entity the company has to spot with multiple socio- governmental pressures, especially in light that GC offers a life-link for the island of Gozo. In a nutshell the island of Gozo depends on GC and to a certain extent one can entreat that without a permanent link, GC is much the road which moderates intra-connectivity between the two islands. Having tell that and in light of the new pecuniary realities which the company is facing as look uped in separate 1.1, I have to judge both the external and internal context to intermit understand the forces sustaining the hyper hypercritical issue.2.1.1.EXTERNAL semipolitical FACTORSGCs mature of directors are all political appointees and their strategy and sight is determined by the government in administration. Bearing in mind that for to apiece(prenominal) one one administration normally enjoys a term of 5 years, the business strategy varies every time which in essence deters continuity.2.1.2.INTERNAL governmental FACTORS but the majority of GCs employees have been politically hand-picked, meaning they were non employed on the basis of aptitude and/or merit but on merely nepotism. These two detailors form an built-in part of the companys critical issue and though they are found on different take aims of the companys structural hierarchy, the source is the uniform i.e. Political.2.1.3.EXTERNAL sparing FACTORSGC soon has 214 employees, of which approximately 80% reside on the island of Gozo and since its inception GC has be en always regarded as a ahead(p) employer, providing the ever accepted employment gain to Gozitans . consort to the latest statistical data gathitherd from the National Statistics Office (May 2013) Gozo has a rate of 10.6% of the overall registered unemployed and with limited employment opportunities in Gozo, many Gozitans seek employment alternatives in Malta. Being a government entity as good means that the plow totalitys have their fair share of trance on the external economic context in terms of collective talk terms and legislation, much(prenominal)(prenominal) as Family Friendly Measures , dummy etc.2.1.4.INTERNAL CULTURAL FACTOR genius of Maltas leadership trade unions, namely Union Haddiema Maghqudin enjoys the 50+1% of the GCs employee membership thus is soon the main recognised trade union representing the employees in three partitions namely, Seaborne Officers, commonplace Staff and edge Managers. GC together with UHM negotiates collective agreements which stipulate policies, procedural constitutions and charm grades and pay structures.This smashed and rigid dictatorial cuddle intertwined with a unionised culture, with a strong job for life outlook spreading from top to bottom, ministrationricts the castrate caution concept of the company. This is neverthe slight attested by and by means of the low employee turnover indoors GC, which is a good deal zero and unaccompanied attribu tabular array to subjective wastage .2.1.5.TECHNOLOGY FACTORTodays commercialize offers an array of gentle Resources Management Systems which are governances and fermentes that intersect HRM and Information Technology. Although GC has invested in HRMS comprising of the following two packages payroll, time and at scatance, there is lack of a proper valet Resources package that forgets ease of access for performance appraisals, benefits administration, recruiting and learning perplexity, performance records, scheduling, absence foc ussing and analytics.2.2. benevolent RESOURCES FUNCTION WITHIN GOZO CHANNEL united with the main factors mentioned above, GCs HR has a specialist approach magnetic dip towards a violence role quite a than that of the more dynamic and strategic role of HRM . Guest (1987) identifies the differences between Personnel and HRM as sh give birth in Table 1 beneath.PersonnelHRM clock and thinkShort-term, reactivead hoc marginalLong-term, proactive, strategic, integrated mental contract ComplianceCommitmentControl SystemsExternalSelf-controlEmployee RelationsPluralist, collective, low trustUnitarist, single(a), laid-back trustStructures and systemsBureaucratic/mechanistic, centralised, formalOrganic, devolved, flexibleRolesSpecialist/professionalLargely integrated into business organization counselingEvaluation criteriaCost minimisationMaximum utilisation ( human beings asset accounting) Table 1 The differences between forcefulness and human resource commissionThe traits liste d by Guest (1987) under Personnel, are parallel to GCs HR functions and the drawbacks are but exaltedlighted in Gratton and constipate (2003) third-dimensional battalion strategy clay sculpture whereby GCs position is weak both in the vertical and horizontal alignment. check 1 Gratton & Truss (2003) The three-dimensional people strategyThe HR incision has no influence on GCs strategy and the functions are merely daily administrative matters relating to lag drudgen by rigidprocedures which have little conspicuous relationship with straightaways realities whence the alignment in the mere evasive action speak position in the Gratton & Truss (2003) three-dimensional people strategy toughie as depicted signifier 1.2.3. precaution AND conjunction STRUCTUREThis lack of strategic approach is further compounded by the fact that GC has no old-timer Executive. furthermore there is lack of leading throughout the concern team up and people forethought seems to be focus sed on the HR department only, alternatively than integrated throughout the entire oversight structure.2.3.1.STRUCTUREThe company is shortly driven by 4 department heads namely, Operations, Commercial, human race Resources and Finance, and although the structure is flat and ideal, there is lack of viscidness between them and distributively department is individually driven towards its own goals.2.3.2.MANAGEMENT PHILOSOPHYSumantra Goshal (2004) refers to the downfall of Enron and explains how Andrew Fatsows (former Chief Finance Officer of Enron) designed Enrons focussing system around a firm faith that employees resultd only their own self-interest quoting Fatsows philosophy that You moldiness allow people to eat what they huntonly then leave behind they hunt tumesce Although the context of Enron is not related to GCs context, it does argue that when you ignore the companys goals and pursue individualistic targets the results lead to disastrous consequences.2.3.3. volume MANAGEMENTLack of leadership and people prudence is down to the fact that Line Managers tend to shirk such responsibility, but more so the main factor is lack of ability, hence the rounding issue mentioned in paragraph 2.1.2.2.4.POLICIES & PROCEDURESGC has an SMS manual containing specific caution procedures ranging fromsafety and environmental policies to people management policies. This manual is inclined to seaborne staff and the systems and procedures are rhetoric and institutional rather than practical.This goes to show that there is lack of converse between GCs management and critical feedback, which is brought up during internal audits, management reviews, accident reports, etc., is not talk ofed and analysed correctly. accordingly the planning and implementation process of the ISM rhythm is not turned which eventually is why we are faced with such a situation whereby procedures are not in tune with the current requirements and realities.2.5.TRAINING AND DEVELOPMENT GC has no appraisal and military rating system in place apart from stringent procedures for seaborne personnel, in line with the needful standards of the maritime legislation. Therefore there is no manpower flow and no reproduction strategy, albeit the occasional course organised ad hoc or as take.2.6.COMMUNICATION SYSTEMSThe downwards process is non-existent and as naughtylighted management has no focal point in which all downward processes are channelled through. This is in like manner coupled by the fact that lateral communication between management is in any case obscured by inter- personalized conflicts. These conflicts are down to various reasons, such as lack of need, internal politics, greed, and selfishness, but the main factor is that management has no cohesion and everyone works within his own fortification rather than in teams a scenario where no one seems to share knowledge.3.ACTION AND IMPLEMENTATION stick outHaving analysed the critical issue in the first part of this document, the tasks ahead have been wakefully outlined. I have set out a plan to change the mindset of the current HRM system. This plan tackles 4 critical areas which are senior highlighted further on in section 3. The table at a lower place illustrates GCs action plan exhibit the timescales for the implementation of each critical area. resilient IssueTime FramePlanImplementation redirect examination3.1 HRM StrategyBeginning of 1st QuarterEnd of 1st QuarterYearly3.2 HR Function and People ManagementBeginning of second QuarterEnd of second QuarterContinuous3.3 Enhancing the mathematical operation of Human CapitalBeginning of 2nd QuarterEnd of 2nd QuarterContinuous3.4 Measuring & Validating The PerformanceBeginning of 2nd QuarterPeriodically as required Table 2 GCs Action Plan3.1.HRM system TYPEIt is noticeable that GCs HR strategy is not line up with its line strategy not to mention that the latter is in essence unreadable due to the volatile present of the political implications as mentioned in section 2. thereof initially, the first action is to identify a clear vision to implement organisational goals. The Line of Sight model adapted from Higgs, in Rees & McBain (2004) tells that GCs business strategy is line up with its people management policies and practices. On the basis of the issues mentioned in section 2, GC requires three types of HR strategies as repaird by Higgs,M (2004) cost strategy, capability strategy and commitment strategy.number 2 The line of sight model3.1.1.COST strategyAs a result of the new PSO, GC has to ensure that part of the business and HR strategy has to focus on high revenue generation with the least contingent aim of man power cost.3.1.2.CAPABILITY STRATEGYParallel to this, GC has to also be strategically aline to ensure that employees are nurtured, trained and motivated to cater for futurity capability demands.3.1.3.COMMITMENT STRATEGYTogether with the cost and capability strategies the c ompany must also ensure that employees are committed towards the companys strategy and goals.3.2.HR FUNCTION AND PEOPLE MANAGEMENTImplementing the above three strategies requires changing the mind-set of the HR function from a specialist role to a strategic role. It is all-important(a) that all Heads of Department, Line Managers and get the hang are fully responsible for people management and share this responsibility.This way a great emphasis allow be put on these roles to become the implementers of the HR policies and thus it is imperative to also emend communication between departments through shared out responsibility and better knowledge of what is happening. what is more this gives an fortune for all involved to be accountable for any actions mootn, thus victorious ownership of their chores, bring them closer to employees by helping them better understand the pressures they are facing, gives them a sense of empowerment and helps them to cleanse as managers by und erstanding better the processes and their position within GC.In rear to implement this change in the managements work ethic, it is essential that all those involved in managing people change raising in the EIRA legislation, leadership skills and more importantly reservation them witting of GCs policies, regulations and processes.3.3.ENHANCING THE implementation OF HUMAN CAPITALGratton & Ghosal (2003) define human capital as an umbrella term comprising the intellectual, stimulated and social capital of individuals and organisations GCs bottom line employees lack motivation, drive and in some cases ability which in hindsight is attributable to the fact of a senseless recruitment system mired further by political intrusion.Effectively GCs HRM should aim at develop its human capital and at the same time enhance their performance to a high take of output. The Bathpeople and performance model by Purcell et al (2003) is the perfect model to adapt in browse to strain High Perform ance from employees.Utilising the best abilities and skills of each employee as well as motivating them through various incentives such as pay incentives, promotions & schooling and also by giving employees an opportunity to participate through feedback leave alone capably help motivate staff. Moreover it is essential that employees are managed, encouraged, respected and trusted.On the basis of this model GCs HRM has to take a pro-active approach from the entry level of each individual and form a process base on a risk-based approach to examine historical events and proximo plans. The guidelines for such action should be based on cycle as shown beneath in discover 4. This way each individual employee will be monitored in an effective way and trained according to his/her competence needs, therefore reproduction is springy for humans, to develop ability, to perform procedures, to operate systems. insert 3 The Bath people and performance model think 4 GCs HRM Guide for Actio n for Human Capital3.3.1.EFFECTIVE RECRUITMENT AND SELECTIONIt is essential that GC has a proper recruitment and woof policy in place which works independently and politically guiltless from external or internal interference. capital of Mississippi and Schuler (2000) define the terms recruitment and cream as Recruitment involves searching and obtaining subordinate job candidates in such rime that the organisation can select the nearly appropriate person to fill its need and Selection is the process of obtaining and using information about job applicants in order to determine who should be hired for long-or short-term positionThus the excerpt board has to be fully knowledgeable and must have a clear path of the tasks, abilities and qualifications required for the relevant job so as to ensure that the right person/s has been selected. The model shown in figure 5 adapted from Briscoe (1995) identifies all the stagesrequired to have an effective recruitment & selection policy in place.For starters, GCs HR has to asses the need for the job through effective planning tools. A model which aptly covers such area is The process of Human Resource Planning by Armstrong (2006) shown in figure 6 below. This model identifies iv place stages business strategic plan, resourcing strategy, demand or supply anticipation and human resources plans, which in effect knits the action and implementation plan of this document leading to the four critical issues of HR resourcing, retention, flexibility and productivity.Figure 5 Recruitment and selection process adapted from Briscoe (1995)Figure 6 The process of human resource planning3.3.2.TRAINING AND DEVELOPMENTMabey and Salaman (1995) effectively links both the Business and HR Strategy to instruct and Development arguing that unless attention is compensable to all six dimensions shown in the figure, then the quality of training and development will be impaired and their business relate will be flawed In essence this is another alert tread to ensure that the HR strategy is aligned with the Business strategy thus development human capital to attain high performance. The performance evaluation process of employees is not mean to castigate people but should effectively help the development process.Therefore effective appraisals and psychometric tests coupled by constant monitoring, would greatly assist the HR department in understanding individual training needs and requirements, as well as keeping in line with the companys strategic training and development plan. A clear typeface of the lack of strategic human resource planning within GC is go through in the marine engineer section.3.3.2.1.MARINE ENGINEERSMalta currently lacks human resources in the marine engineering sector, which has been in decline over a number of years in the main through lack of interest from students to pursue such a career. This was further tarnished by the fact that the maritime authority failed to endorse the hi gher(prenominal) National Diploma in leatherneck Engineering course and thus the few students who had applied for such course were forced to change career direction.Whereas currently GCs position has been as a mere spectator over such issue, this calls for a more pro-active approach by highlighting such awareness with the politics concerned and by ensuring that the maritime authority and MCAST provide endorsed courses, opportunities for sea time to students and more importantly courses are sustained. Moreover GC has to be directly involved in promoting the marine engineering career in schools and career expos, thus investing in the future of human capital seemly an employer of choice.Figure 7 Mabey and Salaman strategic training and development model3.3.3.PERFORMANCE MANGEMENT AND REWARD SYSTEMSGC has to adopt a more business based approach to HRM and should complicate reward systems. Armstrong (2000) describes performance management as a cycle as shown in figure 8 below. It d efines a clear plan of how to manage performance in four stages plan, act, monitor and review. The monitor and review stages are intertwined with the training and development performance evaluation process.This cycle starts by planning and agreeing a set of targets with an employee, whereby it is fundamental to maintain the performance agreement realistically and it should include team-based premium elements rather than a high level of individual performance to avoid having a silo mentality Higgs, in Rees & McBain (2004).Figure 8 The phases of performance managementThe model below shown in figure 9 below, further explains Armstrongs performance management system.Figure 9 Phases of a performance management system3.3.4.EMPLOYEE MOTIVATIONA key element in achieving high team spirit of employees, job satisfaction, low absenteeism, enhanced productivity and high performance is down tomotivation. Maslow (1954) set a hierarchy of needs as shown in figure 10 below which ranges from phy siological needs, safety, love, esteem and self actualisation.Figure 10 Maslows Pyramid ostiary et al (2003) link these needs to prevalent rewards and organisational factors as shown below in table 3. This table more importantly identifies the organisational factors for each level of Maslows pyramid. Although Maslows system defines satisfaction as the main indorser to motivation it does not guarantee high work performance. This theory though does form an integral part to attain a motivated work force and further facilitates to understand better what factors are effecting individual employees. This theory therefore has helped me clear define another important issue which effectuate performance management within GC equity and fairness.3.3.4.1.ENSURING EQUITY AND FAIRNESSHaving the characteristics of a government entity, lack of motivation within GC is commonly effected through lack of equity between staff in other words employees tend to become de-motivated when they feel that they are not rewarded for their work, efforts or perhaps even for the reason that they are rewarded on the same level as others who work far less than them. Adams (1965) Equity Theory tries to find the correct commensurateness between the inputs and outputs of an employee. In other terms it defines the fair balance to ensure high performance as well as content and motivated employees.According to this theory Adams (1965) identifies what are the typical inputs and outputs of each individual and thus helping to identify the balance or imbalance which currently exist in GC. Such inputs include effort, loyalty, hard work, commitment, skill, ability, adaptability, flexibility, tolerance, determination, enthusiasm, trusts in superiors, support of colleagues, and personal sacrifice while the outputs are mainly fiscal rewards (such as salary, benefits, perks), recognition, reputation, responsibility, sense of happen uponment, praise, stimulus, sense of advancement/growth, and job securi ty. A same theory but has a greater impetus on motivational impact is the Herzberg et al (1959) Two-factor Theory.Frederick Herzberg identifies two factors which he calls hygiene (factors of dissatisfaction) and Motivation (factors of satisfaction) and claims that unless you eliminate the employees dissatisfaction/s and moreover help him overcome such dissatisfaction/s you can never motivate the employee. Although this theory could transmit effective motivation on an individual context, it could backfire unless hygiene factors are tackled fairly, with equity and consistently. For example if an employee is displease on the basis of working as a Mooring Man , one can assume that by changing his grade motivation will be achieved. general though such conclusiveness could create an aura of unrest between groups of staff who would view such apprehension as unfair and thus puddle similar treatment in their regard, hitherto the fact that collective agreements would not allow such pr actise and in macrocosm high performing teams can never be achievedthrough such methods.3.4.MEASURING & validatory THE PERFORMANCEParallel to implementing the above recommendations, GCs HR must ensure that management systems are in place to validate and measure the performance of such recommendations.3.4.1.BALANCE SCORECARDIn order to maintain constant focus to ensure that GCs business activities are aligned to its vision and strategy, an ideal strategic system is the Balance S eyecard Kaplan R S and Norton D P (1992). This model will assist GCs management to asses the performance of the organisation while also helps identify what should be measured. Kaplan and Norton describe the balance calling card as The balanced scorecard retains traditional financial measures.But financial measures tell the story of past events, an satisfactory story for industrial age companies for which investments in long-term capabilities and customer relationships were not critical for success. These financial measures are inadequate, however, for guiding and evaluating the expedition that information age companies must make to create future value through investment in customers, suppliers, employees, processes, technology, and innovation The balance scorecard is also an idealistic strategic tool for GC since the company has an important role as mentioned earlier, therefore the vision and strategy should be intertwined with the four core areas, namely Financial, Internal Business, Innovation & Learning, and Customer.3.4.2.KEY PERFORMANCE INDICATORSThe Balance carte Kaplan R S and Norton D P (1992) will also enable GCs HRM to develop its KPI. For example absenteeism can be strategically measured to approximate to what extent this problem is within GC. In hindsight anything can be measured through KPI and GCs management has to be intrinsically focused on measuring performance on the basis of directional, financial, qualitative, and quantitative characteristics.3.4.3.MANAGEMENT REVIEWSGCs management must review, analyse and discuss the performance of each department to ensure that policies and procedures are effective and not sorry towards the performance of the company. The review process is intended to highlight any deficiencies which had been spotted either through KPI, incident reports, customer feedback and employee feedback.Moreover processes may be amended to integrate new legislation and perhaps to evaluate whether the company has adequate resources. A clear example within GC is the new STCW 2010 legislation amendments which will effect GC from two different angles, namely human resource competencies in terms of franchise and adequate resources to provide proper hours of rest periods to employees.4.HIGH PERFORMING TEAM (ELECTIVE PATHWAY)In todays ever demanding world of scientific advancements and competition every company has to ensure that each individual employee must be motivated and managed appropriately to achieve a high output of perform ance. As clearly defined in section 3 of this assignment the following characteristics are vital to reach a level of having high performing teams within GC.The key characteristics to achieve high performing teams are participative leadership by involving and engaging employees, effective decision-making, unsolved and clear communication thus ensuring that employees use effective communication methods and channels, valued renewing in terms of valuing the different experiences and backgrounds in teams which contribute to a diversity of viewpoints thus leading to better decision making and solutions, mutual trust, managing conflict by dealings with conflict openly and transparently and not allowing grudges to build up and destroy team morale, clear goals developed by novel criteria, defined roles and responsibilities, team building events to encourage bonds between employees, and a positive air with an open culture which is focused on future goals.5.REFLECTIONThis assignment and module has effectively allowed me to understand better what the critical issue is. It allowed me to recognise the negative effects of having a non-strategically HRM system coupled by external and internal political interference, which in essence renders the companys strategic vision as a volatile state of mishmash.The empowerment given to me through this assignment to write down specific grievances which I have personally experienced through my current role as Human Resources and ICT Manager has enabled me to dig deep within GC. For starters my appreciation of the human element within GC has helped me explain why motivation through fairness and equity is vital in order to achieve a high performing team, something which is currently wanting due to the political cloud hovering over GC.Moreover it is essential that there is a strategy of evolution and not a strategy of revolution with GC. The positive effects that a proper recruitment system yields helps achieve results but through th is module I realised the importance of training and development which are vital to increase the knowledge and competencies of GCs human capital, helping themb to work towards achieving GCs goals and objectives while at the same time safeguarding GCs future planning.Overall the importance of aligning GCs HRM to its business strategy is critical to achieve the correct synergy to implement all the processes mentioned in section 3 of this assignment. so the action plan mentioned in section 3 has to be strictly adhered to, in order to change GCs direction which is slowly destroying its livelihood as well as the livelihood of its employees. This disceptation further motivates me to push for the changes required by becoming a catalyst of this change in management strategy and as a result achieve the goals required to overcome any risks which eventually will effect GC employees and the Island of Gozo.6.REFERENCESArmstrong, M (2000) Performance Management Key Strategies and Practical Guid elines. Kogan pageboy cited in Henley Business School, MPP ticker faculty Notes Adams (1965) Equity Theory Henley Business School, MPP center mental faculty Notes, pp96 and further cited http//www.mindtools.com/pages/article/newLDR_96.htm Briscoe, D.R (1995) outside(a) Human Resources Management. Prentice Hall Guest, D.E. (1987)Human resource management and industrial relations, ledger of Management Studies 24(5), pp. 503-521 Gratton, L & Truss, C (2003) The three-dimensional people strategy putting human resources strategies into action. Academy of Management Executive, 17(3), pp. 74-86 Gratton, L & Ghoshal, S (2003) Managing personal human capital new ethos for the volunteer employee. European Management Journal, 21(1), pp. 1-10 Ghoshal, S (2004),People Management, 12 February 2004, p.23 Higgs, M (2004) forthcoming trends in HR. In R McBain & D Rees (eds) People Management Challenges and Opportunities. Palgrave Macmillan, Chapter 2 Herzberg et al (1959) Two-Factor Theory H enley Business School, MPP Core faculty Notes, pp93 and further cited http//www.mindtools.com/pages/article/newTMM_74.htm Jackson, S.E & Schuler, R.S (2000)Managing Human Resources a Partnership Perspective. Cincinnati South-Western College Publishing Kaplan, R.S and Norton, D.P (1992) The equilibrize Scorecard measures that drive performance, Harvard Business Review Jan Feb pp. 7180 Kaplan, R.S and Norton, D.P (1996) Using the Balanced Scorecard as a strategical Management System, Harvard Business Review (January-February 1996) pp. 76 Labour Force Survey 2013 Q1 http//www.nso.gov.mt/statdoc/document_file.aspx?id=3627 Mabey, C., and Salaman, G (1995)Strategic Training and Development seat cited in Henley Business School, Blackboard Learn, MPP Module & Key Resources Maslow, A (1954) Motivation and Personality. brisk York Harper Row cited in Henley Business School, MPP Core Module Notes, p92 NSO Register sluggishhttp//www.nso.gov.mt/statdoc/document_file.aspx?id=3631Porter, LW, Bigley, GA & Steers, RM (2003) Motivation and Work Behaviour, seventh ed. New York McGraw-Hill/Irwin cited in Henley Business School, MPP Core Module Notes, p93 PSO definition Wikipedia 2009 cited http//en.wikipedia.org/wiki/Public_service_obligation Purcell, J, Kinnie, N, Hutchinson, S, Rayton, B & Swart, J (2003) Understanding the People and Performance physical contact Unlocking the Black Box. Chartered Institute of Personnel and Development